Big Data and People Management

2019 ◽  
pp. 127-153
Author(s):  
Daria Sarti ◽  
Teresina Torre
Keyword(s):  
Big Data ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Future Research ◽  
Key Points ◽  
Hr Managers ◽  
The Impact ◽  
Offer Suggestion

This chapter investigates the role of big data (BD) in human resource management (HRM). The interest is related to the strategic relevance of human resources (HR) and to the increasing importance of BD in every dimension of a company's life. The analysis focuses on the perception of the HR managers on the impact that BD and BD analytics may have on the HRM and the possible problems the HR departments may encounter when implementing human resources analytics (HRA). The authors' opinion is that attention to the perceptions shown by the HR managers is the more important element conditioning their attitude towards BD and it is the first feature influencing the possibility that BD can become a positive challenge. After the presentation of the topic and of the state of the art, the study is introduced. The main findings are discussed and commented to offer suggestion for HR managers and to underline some key points for future research in this field.

scholarly journals Implementation of Human Resource Management in the Adaptation Period for New Habits

2020 ◽  
pp. 19-26
Author(s):  
E. Nurzaman AM ◽  
Azhar Affandi ◽  
Andiyanga Udobong ◽  
Sarwani Sarwani ◽  
Hernawan Hernawan
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Global Economy ◽  
Employee Performance ◽  
Adaptation Period ◽  
The Impact

The COVID-19 pandemic has disrupted the global economy and business, and Human Resources (HR) is at its heart. With the organization now on the cusp of recovery, the role of HR has become even more important. The question is not limited in terms of imagining the impact and role of human resources in the future post-COVID-19. One thing is certain - the pandemic and its inherent effects on business have highlighted the need for adaptability and resilience in today's workforce, accelerated the shift towards a new digital economy, and emphasized the importance of HR in the new normal. This study tries to describe the role of human resource management in an effort to restore organizational performance. This study is a qualitative research using descriptive methods to describe the object under study. The results showed that the role of HRM during the COVID-19 pandemic was very strategic, especially in terms of maintaining the health and safety of workers when returning to work by implementing strict health protocols and also providing guidance and assistance for employees affected by COVID-19 such as downsizing and restructurisation. This research also presents HR transformation in terms of employee performance appraisal using results-based performance methods and the use of technology as a support in job optimization

scholarly journals Impact of National Culture on International Human Resource Management

2016 ◽  
Vol 54 (2) ◽  
pp. 281-300 ◽  
Author(s):  
Biljana Đorđević
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
National Culture ◽  
Human Resources Management ◽  
Resources Management ◽  
Policies And Procedures ◽  
Business Conditions ◽  
The Impact

Abstract In today’s business conditions, the internationalisation of business becomes an almost inevitable precondition for future growth and development of organisations. However, internationalisation of business usually requires organisations to implement some changes in the way they operated in the previous period. One of the areas that require some changes is the area of human resource management, too. Factors which require modifications in this system are related primarily to the legal regulations of other countries, but also to the characteristics of their national culture. The former influence comes from the fact that national culture exerts a powerful influence on the system of values, attitudes and behaviour of people in a particular country and, among the other things, on the preferences for policies and procedures in the field of human resources management. Starting from the above, this paper analyses the impact of certain dimensions of national culture on the preferred content of human resources management in organisations in certain countries. The aim of the paper is to provide the theoretical basis for organisations that internationalised their business, or intend to do so, to create system of human resource management in the entities abroad which, at least, will represent the balance between the system that is applied at headquarter and one that is preferred in entities abroad, in order to be effective.

scholarly journals THE ROLE OF HUMAN RESOURCE IN ORGANIZATIONAL PERFORMANCE IN THE AUTOMOTIVE INDUSTRY

2021 ◽  
Vol 37 (1) ◽  
pp. 19-28
Author(s):  
Endre Szabó ◽  
Katinka Bajkai-Tóth ◽  
Ildikó Rudnák ◽  
Róbert Magda
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Human Resource ◽  
Automotive Industry ◽  
Structured Interview ◽  
Training System ◽  
Preventive Action ◽  
The Impact ◽  
And Training

In the course of the research, we examined the impact of the selection and training system of a Hungarian automotive company on organizational performance, which together ensure the future development of the company. It contributes to the optimization of sales, purchasing and logistics processes, ensures customer satisfaction and the success of the company. In this fast-paced and globalized world, it is essential for companies to be aware that one of the most important factors of production is human resources themselves, whose proper selection and training are a key element in maintaining and developing economic competitiveness. Human resources play the biggest role in the operation of an economic organization. Process quality and process orientation reduce costs, increase profitability, and improve processes to always meet growing requirements. This is the basis of the quality strategy. Therefore, it consistently applies preventive quality assurance methods, learns from failures, eliminates the causes of mistakes without delays and transfers its experience to all areas of the company for preventive action. It is customer-oriented and strives for excellence in all areas, and thus makes it an obligation for everyone to aim for the highest level of customer service. Due to the special peculiarities and characteristics of the labor force, it cannot be compared to any of the production resources. Taking this as a basis, the human resource management used to be more of a functional purpose, while in recent decades human factors have become an essential source of competitiveness. The market operation and performance of an organization depends significantly on how we can select the most suitable workforce. We need to see what the strategic points that determine the role of HR are, and we are also looking for the answer in which direction the needs, expectations and professionalism given by the generational difference move the activities of human resources. The aim of the research is to get an answer to how the employees of one of the leading Hungarian players in the automotive industry perceive the importance of the selection and training of the workforce in maintaining and improving competitiveness. To this end, we used a semi-structured interview, with the help of which we evaluated the current selection and training processes in the light of competitiveness and made suggestions for the improvement and refinement of these processes.

scholarly journals Importance of Human Resource Management in 21st Century: A Theoretical Perspective

2014 ◽  
Vol 3 (3) ◽  
pp. 87 ◽  
Author(s):  
Hassan Danial Aslam ◽  
Mehmood Aslam ◽  
Naeem Ali ◽  
Badar Habib
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
21St Century ◽  
Management Practice ◽  
Theoretical Perspective ◽  
Human Resource Managers ◽  
Management Discipline ◽  
Hr Managers

Human Resource Management discipline extracted its roots from organizational psychology discipline and proved to be an important practice for managing organizations. The role of this practice has emerged to be strategic with passage to time. Today the role of human resource management departments has become inevitable for 21st century modern businesses. This article focuses upon role of human resource management practice in 21st century. This theoretical paper is aiming the importance of human resource managers, HR practices and its influencing factors. In addition to that, this article also elaborates the upcoming challenges which are faced by 21st century HR managers. Author has conducted HR literature analysis in order to present emerging issues, challenges and practices of human resource management discipline in context of 21st century. 

The Role of Human Resource Management in Agriculture Sector Enterprises

2020 ◽  
pp. 378-400
Author(s):  
Nemanja Berber ◽  
Agneš Slavić
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
World Wide ◽  
New Technologies ◽  
Human Resources Management ◽  
Practical Implementation ◽  
Agriculture Sector

Agribusiness firms are faced with several challenges like globalization, internationalization of business, the introduction of new technologies, especially the digitalization process, higher competitiveness of foreign agribusiness firms, etc. One of the very important challenges is the effective management of human capital. Although it is one of the most important management activities in each firm, human resource management (HRM) in the agribusiness sector is still unexplored in terms of scientific research and practical implementation. This chapter explores the nature and specifics of human resources management in agribusiness enterprises, and presents the practice of the basic and most important HRM activities in agribusiness firms in Serbia, on the example of 12 organizations that were investigated. The methodology used in the research is based on a theoretical investigation of available literature and data from worldwide databases but also from Cranet project, one of the largest and well-known, world-wide HRM projects.

An Empirical Study on Adoption of ERP on IT and Non-IT Companies in Odisha

2018 ◽  
Vol 5 (2) ◽  
pp. 58-67
Author(s):  
Monalisha Patel
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
End Users ◽  
Business Culture ◽  
Complex Data ◽  
Compatibility Factor ◽  
The Impact

The complex data and information from all sectors are integrated together by the ERP within an organisation. Because of the various kinds of end users, the implementation of the ERP is a complex process to handle. Some of the effects of individual, technological and organisational factors are taken into consideration as in the impact of the usage upon ERP and its effect upon the end user. The results however suggests that the system functionalization supports the organisation in the functioning of the HR practices, training and development, self-dependency of employees (end users) and the compatibility factor of the end users as well. The usage of ERP has no doubt an impact upon human resources functions and operations. Because human resources involve the human capital, therefore the process of human resource management (HRM) is undergoing changes implementing various tools of technology while improving performance. The amalgamation between HRM processes with information technology being termed as electronic human resources management. (E-HRM). So, the phenomenon of E-HRM works to functionalise all operations and activities that the human resource management system dealt with. Both in terms of E-HRM and the virtual human resource management systems do not go with the same interpretations as those streamlined by Lepak and Snell's “The network founded structure built on partnerships and typically framed by networking technologies to support the organisation attain, develop and deploy intellectual capital.” It is not wrong to say that the decentralization of human resource functions is the essence of E-HRM. Those functions typically can be availed through an intranet or other web technology channel. When such facilities are provided within an organisation it helps the managers and employees empower themselves to perform the chosen HR functions themselves, relieving the HR department of those tasks. It is even foreseen that as E-HRM grows and renovates business culture, there would be changes, but the need is to be inculcated to a substantial measure.

scholarly journals Sustainable Development of Human Resources in Globalization Period

2020 ◽  
Vol 12 (18) ◽  
pp. 7681
Author(s):  
Zuzana Stofkova ◽  
Viera Sukalova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Questionnaire Survey ◽  
Employee Performance ◽  
Human Resources Management ◽  
Employer Branding ◽  
The Impact

The article deals with human resource management, its theoretical principles, and its use in practice in the era of globalization. The main goal of this paper is to analyze and describe human resource management focused on the process of human resource development and education. The article shows how the principles are applied in a selected Information-Communication Technologies (ICT) company in Slovakia as an attractive employer who is interested in satisfaction, education, and growth of its employees, thus employer branding. The data was collected through a questionnaire survey with employees in the selected company. Secondary data from corporate sources were used, too. The aim of the survey was to point out the human resources management in a selected company and to examine the perception of the impact of employees development on their performance and to design effective approaches to personnel development in a selected company with an impact on employee performance. The aim of the survey was to find out whether there was a dependence between the subjectively perceived performance of the employees and individual aspects, which are the completion of technical training programs, individual evaluation of the employee, relocation of the employee, and the number of completed training activities. A questionnaire survey was used to achieve this goal.

scholarly journals The Important of Training and its Impact on the Performance of Employees in Banking Sectors (Abu Dhabi – UAE) to Rise Efficiency

2017 ◽  
Vol 11 (9) ◽  
pp. 138
Author(s):  
Burhan Mahmoud AwadAlomari Alomari ◽  
AlaEldin Mohammad Hasan Awawdeh ◽  
Main Naser Alolayyan
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Positive Impact ◽  
Human Resources Management ◽  
Human Resource Management Practices ◽  
The Impact ◽  
Creativity And Innovation

The study aims at measuring the impact of human resource management practices on creativity and innovation with the presence of competencies as an intermediary variable. The study highlights the importance of human resource management practices for UAE banks and explores the role of human resource management practices in enhancing the creativity and innovation of employees. To achieve this goal, six UAE banks were selected as a study area. A questionnaire was designed and distributed to a random sample of 150 respondents. The analytical, descriptive method was used for analysis. Data analysis and testing were carried out using SPSS.Some of the most important outcomes of this study are: Human resource management practices such as compensation and benefits, employment, empowerment and human resources planning have a positive impact on innovation. Compensation, benefits, employment, training and development, also have a positive effect on creativity. Human resource management practices have a positive impact on training. The study recommends that giving the UAE banks the priority of human resource management practices is of great importance in their dimensions according to the scale of human resource management practices that are interested in achieving innovation and creativity for employees within the banks. The further studies are suggested related to human resources management practices and creativity and innovation because of their impact on achieving competitive advantage.

scholarly journals Socially Responsible Human Resource Management and Employee Perception: The Influence of Manager and Line Managers

2018 ◽  
Vol 10 (12) ◽  
pp. 4614 ◽  
Author(s):  
Macarena López-Fernández ◽  
Pedro M. Romero-Fernández ◽  
Ina Aust
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Commitment ◽  
Future Research ◽  
Socially Responsible ◽  
Line Managers ◽  
Hr Managers ◽  
Managerial Employees ◽  
Different Levels

The aim of this article is to contribute to understanding the importance of considering the effect of employees’ perceptions of Socially Responsible Human Resource Management (SR-HRM) on employee commitment. Results, applied to different levels of the organization (HR managers, line managers and employees) show, on one hand, that there is a relationship between a SR-HRM and employee commitment, and on the other hand, that employees’ perceptions have an influence on the extent to which these relationships are developed. HR managers and line managers perceived SR-HRM in a similar way and line managers and non-managerial employees generally did too. The frequency with which line managers disagree with employees’ perceptions about socially responsible practices was low. Suggestions for HRM practice and future research are provided.

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